No tenemos que cambiar la empresa para trabajar en la mejor | Manuel Suárez | TEDxUCHILE

Summary

This script discusses the negative connotations associated with organizational transformation, often linked to layoffs and restructuring. It emphasizes the importance of framing change as a growth opportunity and focusing on people-centric changes. The speaker shares personal experiences and lessons learned from implementing changes in their own company, such as shifting from a vertical to a horizontal structure and promoting employee autonomy. The talk highlights the need for transparency, empowering decision-making, and addressing holistic well-being—financial, physical, and mental health—to foster a culture of commitment and improve business performance.

Takeaways

• 🧠 The concept of personal transformation is generally seen positively, whereas organizational transformation often brings negative connotations like layoffs and restructuring.
• 🌟 The key to successful organizational change is presenting it as an opportunity for personal growth, focusing on people-centric changes rather than just structural ones.
• 🏆 Adaptability is crucial for organizations, as those who adapt best, as shown in blockbuster stories, are the ones who succeed.
• 🔄 Real transformation requires significant and meaningful changes, not just superficial perks like game rooms or better furniture.
• 🚫 A cautionary tale is shared about a Chilean bank that copied Google and Facebook's open workspaces and collaboration speeches but failed to meet objectives and started blaming and firing people.
• 🤔 The realization that working 24/7 is not sustainable and that employees want to enjoy their work throughout the day, not just after hours, is essential for organizational change.
• 🛏️ The speaker's personal experience of being a workaholic and the negative impact it had on their life led to the decision to change the company's structure.
• 📈 After trying a vertical structure and delegation, which failed, a horizontal structure that fosters personal growth and development was adopted, leading to better results.
• 🗳️ Employees overwhelmingly chose to change trivial things like toilet paper rather than significant aspects of the business, highlighting the difficulty in making decisions due to societal conditioning.
• 💡 The importance of liberating information and empowering people in decision-making was identified as a key step in fostering a culture of decision-making within organizations.
• 🏦 The company's shift towards transparency by making salaries and financial information public led to better understanding and engagement among employees.

Q & A

What is the main issue with the concept of 'transforming the organization' as perceived by many?

The concept of 'transforming the organization' is often associated with layoffs and organizational restructuring rather than personal growth, which can be demotivating and cause stress.

How does the speaker suggest presenting changes in an organization?

The speaker suggests presenting changes as opportunities for personal growth, focusing on how changes can benefit individuals to achieve organizational transformation.

What is the importance of adapting to change according to the speaker?

Adapting to change is crucial as it is likened to the survival of the fittest in blockbuster stories, emphasizing the need for organizations to adapt to succeed.

What was the outcome of a Chilean bank trying to emulate the work culture of companies like Google and Facebook?

The bank failed to meet its objectives, started blaming and firing people, and ultimately reverted to strict working hours, showing that merely copying the perks of successful companies without understanding their core values is not effective.

Why did the speaker decide to change his own company's structure?

The speaker was working excessively long hours and wanted to break free from self-imposed slavery, leading to the decision to change the company's structure to delegate tasks and responsibilities.

What was the unexpected result of the speaker's attempt to delegate and create a vertical structure?

Despite the speaker's efforts to delegate and create a vertical structure, it resulted in the worst year for the company financially, with a loss of 200 million pesos.

What was the significant realization the speaker had about decision-making in the organization?

The speaker realized that people are not prepared to make decisions because society does not teach us to decide on many aspects of our lives, which is a significant barrier to fostering a culture of decision-making.

How did the speaker approach liberating information within the organization?

The speaker led the liberation of information by making salaries public, teaching employees to read and understand financial statements, and promoting total transparency to favor the organization and its people.

What are the three key factors the speaker identified for treating people as integral beings?

The three key factors are financial health, physical health, and mental health, which are essential for people to make good decisions and contribute effectively to the organization.

How did the speaker's company empower its employees in terms of salaries and budget management?

The company empowered employees by allowing them to set their own salaries within agreed-upon limits and manage budgets, fostering a sense of responsibility and commitment.

What was the impact of these changes on the company's performance and employee satisfaction?

The changes led to increased employee commitment and happiness, which in turn improved the company's performance. Sales increased by 20%, and profitability increased by 800% over four years.